• Depression and anxiety have a significant economic impact; the estimated cost to the global economy is US$ 1 trillion per year in lost productivity

  • Work-related risk factors for mental health

    There are many risk factors for mental health that may be present in the working environment.

    Most risks relate to interactions between type of work, the organizational and managerial environment, the skills and competencies of employees, and the support available for employees to carry out their work. Examples such as:

    • inadequate health and safety policies;
    • poor communication and management practices;
    • limited participation in decision-making or low control over one’s area of work;
    • low levels of support for employees;
    • inflexible working hours; and
    • unclear tasks or organizational objectives.

    What are we doing about it?

    At Su-Ette, it's our calling to do something about it.

    Hence, we have built a conversational agent that acts as your company's digital behavior change agent to improve employees’ wellness, resilience, and performance.

  • How does it work?

    Collaboration to create a cutting edge solution for tomorrow’s business

    A scalable digital workplace wellness programme delivered by mobile phone

    Uses behaviour change science plus techniques from transactional analysis and CBT to help individuals improve their wellness, resilience and performance

    Personalised to support individual ​behavior change within a whole-company programme

  • “We can no longer see mental health service as the only solution to mental illness.

    We’ve got responsibility, and so do employers in keeping our people mentally healthy.

    It benefits the individual and also benefits the economy and the local community”

    - Co-Founders, Su-Ette

  • Many ​organizations struggle to deliver an effective workplace wellness solution

    1

    Personalised behaviour change programmes work best but are hard to integrate into a coherent strategy

    2

    Mental health is as important as physical, yet stigma (Especially in Asia) still exists

    3

    Many companies take a piecemeal or sporadic approach with benefits taken up by those who least need them

    4

    To be effective, communication about workplace wellness must be frequent, varied in content, multi-channel, and tailored to your target audience.

    5

    Workplace wellness initiatives can be cost and time intensive making them hard for SMEs to offer, or larger companies to scale

  • A ​behavior change programme delivered by mobile phone using messaging services (such as Facebook Messenger):

     

    Behavior change nudges encourage good habits, build resilience, teach coping strategies, and promote team-working in small easy steps.

     

     

    Personalized and private, so individuals can learn from it, and use it without feeling exposed.

     

    Content is modular so extra topics can be added. Paired programmes can be built to aid line managers who have a staff member with a specific problem.

     

    A seamless integration: It can be used on its own or combined with programmes companies are already using.

     

    Instant and reliable solution particularly suited for SMEs or MNCs

     

     

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